Responsive Management®:
2009 Public Seminars
Participant Evaluation Summary

Comments from Participants:

1. How satisfied are you that the information provided in this seminar is relevant to the performance of your work or your organization?
The demonstration role play between you and one of the participants regarding how to assert the
change that needs to be made was helpful.
I found many examples in my mind where this information is useful.
The information regarding group meetings was especially helpful; specifically the practice
session.
Giving feedback is new for me so any help is appreciated especially how to structure and when
to be directive.
I appreciated the opportunity to use the information in practice role play.
Able to use real examples — very relevant to my work.
One on one negative feedback - good information.
This information can be applied to day to day questions.
Great.
I am not in a supervisory role. Given the (positive) consensus expressed by other participants, it did not apply well to my situation yesterday.
We deal with the types of situations presented - the information was relevant.
A great deal of the information provided is relevant to my position and what I do.
I definitely learned that I can implement new material.
I would like a sheet (besides the Pocket Prompt®) that reminds us of when to give negative feedback - immediately, 2 days, 4 hours, etc.
The information which Dick presented will be very helpful in my work.
A lot of it was very relevant to everyday situations.

2. How satisfied are you that the information provided in this seminar is sensitive to and positively responds to the differences between people?
Great mentioning of varying cultures, information applies to all organizations.
Maybe more discussing about how some skills can be used among people with different styles.
Very — gets behaviorally specific which keeps it neutral.
Generational communication differences may be helpful to address (due to values, technology
and many other issues).
Information is easily applied to various people/organizations.
I can see that the structure of this approach would be very helpful to most participants in the room. It is sensitive to diversity and positively responds to different people. I did have different ideas from you on the "tears."
Fine. Very satisfied.
Cultural issues were addressed. I was wondering during the training about being a younger supervisor with older supervisors.
Very satisfied. Would suggest it to others.

3. How satisfied are you with your ability at this time to apply the information covered in this seminar to your work or organization?
The “trial” meeting was a great experiential exercise.
I will definitely use this at my next meeting!
The group meeting information/skills can be used immediately.
Will require on-going practice.
I would like more practice and will do so with my supervisor.
I feel better about how I will run staff meetings.
Some concern here — I’m thinking there may be some opposition (from employee) and I will
need to practice.
I have used the giving (negative) feedback I learned in the first seminar and it was effective.
Changing/shifting my mind set.
Very confident and this instruction will help.
Nice way of lecture and team work.
We'll see. My role and style is different. I liked the Providing Performance Feedback with Unresponsive Persons. I see myself most using that tool.
I think this information will be useful to me in providing feedback to my staff.
There are work sheets that will help prepare me in giving feedback to workers.
Some of it will take practice but I have a good idea of how to implement it.

4. How satisfied are you that you had sufficient opportunities to participate?
Very inviting of comments, questions, and observations. These were frequent which was
helpful.
I really enjoyed the group practice activities.
Need more practice role plays.
Love the group exercise and that each person in the group was able to have a different role.
Not enough interactive time to integrate the information.
It was encouraged!
Meeting exercise at end was helpful for practical experience.
Very interactive.
This class provided a series of excellent participation activities which in turn provided good learning tools.
Very nicely done.
Fine. Very satisfied.
Yes, I feel we had a good deal of opportunity.
Yes!
That was the good part, acting out different roles.

5. How satisfied are you that your questions were answered adequately?
Good answers with examples.
Questions were answered thoroughly - it's just the differences between my style and presenter's style.
There was plenty of opportunity.
Yes - very satisfied.
Very much so.
Was given detailed answers followed by a follow-up question of understanding.

6. How satisfied are you that this was a good use of your time?
The group practice role play was most helpful and a great use of the afternoon.
It’s a good reminder of what to do. Reminds me of the importance of individual feedback.
Relevant to my position and work with therapists.
Very satisfied — this is a refresher.
I looked forward to attending and was not disappointed.
Very much.
I suspect every training is different based on attendees. I need more of a consultant focus.
I feel the seminar gave me additional tools to use in my daily work environment.
Very.
Yes, I was engaged in training.
Very. Didn't think so at first.
It was a good use of my time. It was a good topic and relevant to my job.
Great.

Other -- What other training topics would you like to have presented?
None.
Upper level feedback or lateral feedback.
Would love to see trainings on-site including the Brainstorming.
Dealing with/accepting change.
I would recommend it for people attending the training with others doing the same work.
You verbally gave four goals/opportunities regarding feedback. I wish they had been written and when you gave two purposes and taking/asking for feedback. I wish I had those also. I tried to write them, but didn't catch them. They were very good.
Any opportunities.
Prioritizing the incidents in which we provide negative feedback, example, quality of performance v. being late; complaining during meetings v. timeliness of support.
Managing time.
How to write a performance evaluation for an employee who needs improvement. What type of words to use, how to use it as a tool to inspire, instead of making them angry.
The seminar covers a large variety of situations that managers/supervisors encounter. It was well presented. Thank you.

Rev:  10/23/09